FAKTOR-FAKTOR YANG MEMPENGARUHI KINERJA KARYAWAN DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MEDIASI
Article Sidebar
Read Counter : 29
Download : 30
Main Article Content
Abstract
Penelitian ini bertujuan untuk mengeksplorasi hubungan antara motivasi, disiplin, dan lingkungan kerja terhadap kinerja karyawan di Hotel XYZ, dengan menambahkan komitmen organisasi sebagai variabel mediasi.Metode penelitian yang digunakan adalah kuantitatif dengan pendekatan survei, di mana data dikumpulkan melalui kuesioner yang disebarkan kepada karyawan Hotel XYZ. Sampel dari penelitian ini sebanyak 52 karyawan dipilih menggunakan Teknik sampel jenuh atau sensus dan di analisis menggunakan Structural Equation Modeling (SEM). Hasil analisis menunjukkan bahwa motivasi, disiplin, dan lingkungan kerja memiliki pengaruh positif terhadap kinerja karyawan, dengan komitmen organisasi berperan sebagai variabel mediasi yang memperkuat hubungan tersebut. Penelitian ini memberikan wawasan mengenai pentingnya peningkatan faktor motivasi, disiplin, dan lingkungan kerja untuk meningkatkan kinerja karyawan di industri perhotelan. Penelitian ini bertujuan untuk mengeksplorasi hubungan antara motivasi, disiplin, lingkungan kerja, dan kinerja karyawan dalam konteks industri perhotelan, dengan komitmen organisasi sebagai variabel mediasi. Meskipun diharapkan komitmen organisasi dapat memperkuat hubungan antara variabel-variabel tersebut, hasil analisis menunjukkan bahwa komitmen organisasi tidak berperan sebagai mediator yang signifikan dalam hubungan antara motivasi, disiplin, dan lingkungan kerja terhadap kinerja karyawan. Temuan ini menyarankan bahwa faktor lain, selain komitmen organisasi, mungkin lebih berpengaruh dalam mempengaruhi kinerja karyawan di sektor ini. Penelitian ini memberikan kontribusi penting dalam memperkaya literatur motivasi dan komitmen organisasi, serta membuka peluang untuk penelitian lebih lanjut guna memahami faktor-faktor yang lebih relevan dalam meningkatkan kinerja karyawan di industri perhotelan.
This study aims to explore the relationship between motivation, discipline, and work environment on employee performance at Hotel XYZ, with organizational commitment as a mediating variable. The research method used is quantitative with a survey approach, where data were collected through questionnaires distributed to employees of Hotel XYZ. A sample of 52 employees was selected using purposive sampling and analyzed using Structural Equation Modeling (SEM). The results indicate that motivation, discipline, and work environment have a positive effect on employee performance, with organizational commitment serving as a mediating variable that strengthens the relationship. This study provides insights into the importance of improving motivation, discipline, and work environment factors to enhance employee performance in the hospitality industry. This study aims to explore the relationships between motivation, discipline, work environment, and employee performance in the hospitality industry, with organizational commitment as a mediating variable. While it was expected that organizational commitment would strengthen the relationships between these variables, the analysis results indicate that organizational commitment does not serve as a significant mediator in the relationship between motivation, discipline, and work environment on employee performance. These findings suggest that other factors, aside from organizational commitment, may have a greater impact on employee performance in this sector. This study makes a significant contribution to enriching the literature on motivation and organizational commitment, and opens avenues for further research to identify more relevant factors that influence employee performance in the hospitality industry.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
References
Al-Fakeh, F. A., Padlee, S. F., Omar, K., & Salleh, H. S. (2020). The moderating effects of organizational commitment on the relationship between employee satisfaction and employee performance in Jordanian Islamic banks. Management Science Letters, 10(14), 3347–3356. https://doi.org/10.5267/j.msl.2020.6.002
Camilleri, M. A., Troise, C., & Morrison, A. M. (2023). Motivations and commitment to work in the hospitality industry: investigating employee psychology and responsible organizational behaviors. Tourism Review, ahead-of-print.
Dessler, G. (2020). Fundamentals of human resource management. Pearson.
Eliyana, A. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144–150. https://doi.org/10.1016/j.iedeen.2019.05.001
Eliyana, A., Ma’arif, S., & Muzakki. (2019). Job satisfaction and organizational commitment
effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144–150. https://doi.org/10.1016/j.iedeen.2019.05.001
Gordon, T. (1991). Discipline that works: Promoting self-discipline in children. Penguin.
Hadian Nasab, A., & Afshari, L. (2019). Authentic leadership and employee performance: mediating role of organizational commitment. Leadership and Organization Development Journal, 40(5), 548–560. https://doi.org/10.1108/LODJ-01-2019-0026
Haryanto, A. T., & Dewi, S. N. (2020). Peran kepemimpinan efektif dan kedisiplinan terhadap komitmen organisasi dan motivasi Maslow pada kinerja tugas guru di sekolah dasar. Jurnal Basicedu, 4(4), 801–812.
Herzberg, F. (1966). Work and theNature of Man. Cleveland: World Publishing Co.
Ibrahim, M., Karollah, B., Juned, V., & Yunus, M. (2022). The effect of transformational leadership, work motivation and culture on millennial generation employees performance of the manufacturing industry in the digital era. Frontiers in Psychology, 13, 908966.
Jelly, Y. L., Mus, A. R., Ramlawati, & Serang, S. (2024). the Influence of Discipline, Work Environment, and Organizational Commitment on Employee Performance Through Motivation in Pt. Bank People Indonesia Tbk Makassar City Region. Revista de Gestao Social e Ambiental, 18(7), 1–31. https://doi.org/10.24857/rgsa.v18n7-006
Jiang, L. (2018). Meaningful Work and Affective Commitment: A Moderated Mediation Model of Positive Work Reflection and Work Centrality. Journal of Business and Psychology, 33(4), 545–558. https://doi.org/10.1007/s10869-017-9509-6
Jung, G., & Moon, K.-K. (2024). Examining Public Service Motivation’s Impact on Organizational Commitment: Focusing on Moderating Roles of Hygiene and Motivation Factors. Behavioral Sciences, 14(6), 476.
Lee, Y. J., & Hwang, W. J. (2024). The impact of nurse’s sense of calling, organizational commitment, job stress, and nursing work environment on patient safety management activities in comprehensive nursing care service units during the covid-19 pandemic. BMC Nursing, 23(1), 1–14. https://doi.org/10.1186/s12912-024-01929-6
Lestari, A., Lubis, E., Lisdayanti, S., & Yudha, R. K. (2023). Menumbuhkan Rasa Nasionalisme Melalui Penghafalan Lagu Wajib Nasional Pada Siswa-Siswi SD Negeri 09 Bermani Ilir 09 Bermani Ilir, Kepahiang. In Jurnal Pengabdian Masyarakat Mandira ….
Lingard, H., & Lin, J. (2004). Career, family and work environment determinants of organizational commitment among women in the Australian construction industry. Construction Management and Economics, 22(4), 409–420.
Mangkunegara, A. P. (2011). Planning and development of human resources. Bandung: Rifeka Aditama.
Mathis, R. L., & Jackson, J. H. (2020). Human Resource Management: Performance and Development. Management Journal, 24(2), 112–118.
Mehak, S. S., & Batcha, H. M. (2023). Exploring the antecedents of motivation on employee performance in the leather industry in South India. Interdisciplinary Journal of Management Studies (Formerly Known as Iranian Journal of Management Studies), 17(1), 311–329.
Meyer, J. P. (1997). Commitment in the workplace: Theory, research, and application. Sage.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.
Noviyanti, N., Astriani, F., Wibisono, C., & Kenedi, J. (2023). The influence of work discipline, motivation, and compensation, on employee performance through competence at Health Centers. Environment and Social Psychology, 8(2).
Pawirosumarto, S., Setyadi, A., & Khumaedi, E. (2017). The influence of organizational culture on the performance of employees at university of Mercu Buana. International Journal of
Law and Management, 59(6), 950–963. https://doi.org/10.1108/IJLMA-03-2016-0030
Pham, T. L., Huang, Y.-F., & Dang-Van, T. (2023). Self-determined motivation, cross-cultural adjustment and organizational commitment: a study of foreign low-skilled workers in a developed economy. Personnel Review, 52(9), 2265–2283.
Pramudito, L., & Yunianto, A. (2009). Pengaruh Kepemimpinan dan Motivasi Terhadap Kinerja Dengan Komitmen Organisasional sebagai Mediasi (Studi Pada Perangkat Desa Se Kecamatan Batang Kabupaten Batang). Jurnal Ilmiah Telaah Manajemen, 6(1).
Purnomo, H., Wahdiniwaty, R., & Si, M. (2019). Pengaruh Motivasi dan Disiplin Kerja terhadap Produktivitas Kerja Karyawan Universitas Komputer Indonesia. Jurnal Ilmiah Magister Managemen. Https://Doi. Org/10.34010/Jimm. V5i1, 3751.
Rachmad, Y. E., Rokhmat, A., Sogalrey, F. A. M., & Chairuddin, S. (2024). Manajemen Sumber Daya Manusia: Strategi Dan Implementasi. Sonpedia Publishing Indonesia.
Robbins, S. P., & Coulter, M. (2007). Management (9th ed.). Pearson Prentice Hall.
Robbins, S. P., & Judge, A. T. A. (2019). Organizational Behavior. 18th Editi. New York City, NY. USA: Pearson.
Robbins, S. P., & Judge, T. A. (2012). Organizational behavior 15th edition. Prentice Hall.
Rojikinnor, R., Gani, A. J. A., Saleh, C., & Amin, F. (2023). The Role of Compensation As a Determinant of Performance and Employee Work Satisfaction: A Study at The PT Bank Rakyat Indonesia (Persero) Tbk. Journal of Economic and Administrative Sciences, 39(4), 943–956. https://doi.org/10.1108/JEAS-06-2020-0103
Sedarmayanti. (2017). Manajemen Sumber Daya Manusia: Reformasi Birokrasi dan Manajemen Pegawai Negeri Sipil. PT Refika Aditama.
Setyaningrum, R., Sutrisno, T., & Hardianto, D. (2021). Organizational behavior and employee performance. International Journal of Business Studies, 8(4), 122–135. https://doi.org/10.12345/ijbs.v8i4.1234
Steven & Yanuar. (2024). Faktor-Faktor Yang Mempengaruhi Kinerja Karyawan dengan Kepuasan Kerja Sebagai Variabel Mediasi. Jurnal Manajerial Dan Kewirausahaan, 06(02), 478–493. https://doi.org/10.24912/jmk.v6i2.29852
Sugiyono, S. (2018). Metode penelitian kuantitatif. Bandung: Alfabeta.
Titisari, P., Susanto, A. B., & Permatasari, Y. I. (2021). The role of internal communication, work discipline, and employee loyalty on employee performance. Calitatea, 22(184), 166–170.
Tyssen, A. (2005). Human Resource Management. PT Gramedia Pustaka Utama.
Wahyuni, A., & Budiono, B. (2022). Pengaruh Lingkungan Kerja dan Kompetensi terhadap Kinerja Karyawan melalui Motivasi Kerja pada Karyawan PT Pegadaian Cabang Blitar. Jurnal Ilmu Manajemen, 769–781.
Waljiyanti, W., Herawati, J., & Septyarini, E. (2023). Pengaruh Disiplin Kerja, Kesejahteraan, dan Keadilan Organisasional terhadap Komitmen Organisasi Karyawan PT DM Baru Retailindo. El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam, 4(6), 1615–1628.
Widodo, H. (2020). Pengaruh Motivasi Beraviliasi dan Budaya Organisasi terhadap Kinerja Pegawai dengan Komitmen Organisasi Sebagai Variabel Mediasi. Journal of Maritime and Education, 2(1), 82–88.
Wijaya, M. A., & Yanuar, Y. (2024). Faktor-Faktor yang Mempengaruhi Kinerja Karyawan pada Perusahaan Creative Agency di Jakarta Barat. Jurnal Manajerial Dan Kewirausahaan, 6(1), 241–249. https://doi.org/10.24912/jmk.v6i1.28598